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Labor Relations Team: An Exploratory Paper

0 December 01 2017, 13:24 in Informative Essay

Labor Relations Team: An Exploratory Paper

Background

All business organizations should have Labor Relations Teams (LRTs). The primary purpose of LRTs is to assist the organizations with overall management and employment services pertaining to the needs and demands of the company. Its important task extends to the development and progress of the business corporation by preserving a stress-free and productive working environment and by cultivating the harmonious relationships between the employees and the employers. In other words, the Labor Relations Teams can only perform this job if they can effectively communicate with their purpose and role in promoting the success of the organizations. It means that they need to examine corporate performances, manage complaints, criticisms, and disputes, and interpret, understand, and convey company regulations and strategies. Additionally, the Labor Relations Teams should also maintain the balance between the management and the workforce as essential forces towards the corporate success (Streeck, 1987, p. 287). Although the Labor Relations Teams comprise of units that perform their functions and roles, they should work as a team to deliver success towards their business operations.

Goal of Labor Relations Teams

Essentially, the goal of the labor relations team is to set the good relationships between the management and the workforce. Its combined relations between the organization and its personnel must be set in a wider context in order to attain organizational success. The Labor Relations Officers (LROs) should understand their roles and their organizational practices in handling workforces that would, sometimes, form unions and other dismantling company problems. Indeed, LROs should possess expertise and skills to master some fields of discipline in labor laws and its history, an organization of unions, brokering and negotiating, contract administration, and other existing topics. In other words, the labor relations team and officers should consider their appropriate behavior towards their roles as a mediator between the corporate management and the workforce to maintain fair and productive business operations. Even if the Labor Relations Teams in many organizations support the companies where they work, they acquire the same duties to protect the workforces based on the code of conducts and company guidelines. It means that LRTs and their officers should maintain impartiality and good business and organizational relationships upon dealing with the management and workforce.

Recruitment as the Primary Task of the Labor Relations Team

All organizations follow the same protocol of recruitment. Using an effective approach to hire and interview workforces in the company, business leaders and managers can conduct a thorough method to determine the potential employees. In other words, the LRTs sets certain guidelines how the human resources personnel will employ workforces in creating organizational and employment contracts. One of the tasks of LROs is to recruit to the right persons for the job. By using a thorough method to perform an interview with those prospect employees, they can hire workforces that bring effective results in the company operations. Additionally, the LROs will further review several grounds of the certain employment contracts and make sets of interviews if certain workforces will qualify the situation. The LROs then check contracts and make further reviews before they confirm their actions on legal bases. In other words, the presence of the LROs is necessary to handle conflicts and organizational disputes between the management and the workforce to ensure harmonious business relationship well. Recruiting LRTs, for example, remains vital in all organizations to handle legal guidelines and principles, and companies need them to maintain the balance and the atmosphere between the workforce and the management as well. To do this, LROs will interview the applicants, employ only those good employees to represent the organization, and offer opportunities to advance and move on to higher levels within the organization. In doing so, they handle best practices of hiring workforces by planning effective strategies.

Job Classifications

The job classifications of LRTs or LROs are part of any organizations. In fact, the job descriptions of LRTs belong to the Human Resources Department (HRD) in which the labor relations managers work as links between the workforces and the organizations. In other words, the job classification of the LRTs is part of the human resource department. It means that they are valued members of the organizations that exhibit their expertise on helping the companies circumvent any arising lawsuits or union strikes. Of course, LRTs understand how many costly lawsuits and union strikes will be, and they ensure that further grievances and escalations of employment issues subside at the minimum until the LRT reaches with agreements with the employees. Essentially, the tasks of the LRTs will concentrate on the unionized firms and organizational departments. They hold a dedicated associate force of the Human Resource Department, and they advance their learning in some areas such as collective bargaining process, economics, and labor laws. Indeed, labor relations specialists preserve their robust and underpinning knowledge to interpret and administer cases based on employee contracts, particularly employee complaints, remunerations, member welfare, healthcare paybacks and assistance, retirement income benefits, and labor union practices. Furthermore, the descriptions of employment of LRTs can be labor relations specialists, labor relations managers, industrial relations specialists, and sometimes, autonomous labor consultants. In one small-scale company, one LRO is necessary to handle all parts of personnel management covering the labor relations matters. However, in a large-scale company, the HR team will handle all required documents and legal matters with specialized tasks. In the end, the scope and the job description of LRTs largely depend on the organizational structures, but their functions stay basically the same as part of the human resources department.

Job Task Analysis

One of the tasks of Labor Relations Teams is to study the nature of job performances and work ethics of the workforces. In fact, LRTs analyzes the allocation of manpower and study their behavior in the organizations. In doing so, LRTs periodically conducts evaluative performances and behavioral assessments to determine the personal thoughts of the working personnel. In 1935, the NationalLabor Relations Act(NLRA) safeguards the privileges and constitutional rights of workforces in the organizations, reassures collective bargaining, and restricts some union labor practices that endanger company operations. In other words, the task of the LRTs is to maintain the balance between the management and the personnel regardless of the differences. They must be nondiscriminatory when giving judgments so that both the companies and the workforces remain firm and productive in their business operations. As the Labor Relations Teams hold some of the diverse tasks in the organizations, they can deliver productive working environments that will promote impartiality and contentment of the organizations. Therefore, certain organizations should employ Labor Relations Teams to perform their roles and tasks so that they could avoid further lawsuits and actions.

Compensation Procedure under Financial Urgency

Another area that the LRT comprehends is the financial urgency. According to the 2017 Florida Statutes, Labor Relations Officer should deal with Chapter 447 on Labor Organizations and should also understand the code 447.4095 for Financial Urgency (Rosinski, 2010, p. 227). Based on the statutes, the corporate manager or his designated LRO should meet with the negotiating representatives in order to discuss the case of financial urgency (Florida Legislature, 2017). In other words, the corporate managers along with his LRO and the bargaining agents on the side of the workforces should negotiate their conditions and terms within fourteen (14) business or office days. If the negotiation fails between the corporate manager and the bargaining manager along with the employee, then one party or side could continue the discussion to the court proceedings (Gorman & Finkin, 2004). One could party or side could then write to the party and to the commission about the next step. Due to the deadlock between the corporate manager and the bargaining representative of an employee, both parties will proceed to the court proceedings pursuant to the provisions of s. 447.403 in case of unfair labor practice relative to company benefits and retirement plans under the Financial Urgency FSS 447.4095. Through the many-sided policies, programs, and services, LRTs should understand their roles and functions towards competitive payments, company benefits, and opportunities.

Risk Management – Worker’s Compensation

One of the biggest company challenges is to face a detrimental problem. For example, an employee may file a complaint against the company for unfair salary practices. After a thorough examination, if a company truly practices unfair discrepancies, it confronts with the demanding power during the bargaining session (Head, 1978). In this case, the company’s LRO should manage the risks and come up with effective negotiation providing the client or the employee some of the benefits in order to reduce the risks that the company may confront in the future (Malone & Johnson, 1994, p. 27). In other words, LRTs should manage the risks and investigate the case concerning the compensation of the workers. In other words, LROs should also study the worker’s compensation package and integrate it into the customary process of Risk Management. In fact, the Risk Management Process utilizes methods and strategies to take control of the risks factors for further damage to the organizations (Lott, 2017, p. 19). The LRTs under the clout of the HRD should analyze, identify, and track these risks factors before the problems arise. Based on the labor relations guidelines, workforces should receive the allocated benefits and compensation packages as indicated in the insurance policies and company regulations (Raeker, 1987, p. 38). Regardless of any impending clauses and mandates, the company managers and the LRTS made a clear objective to identify the company risks and resolve the problems effectively. Since Workers’ Compensation as a risk factor can be contained, LRTs and HRD personnel should resolve the issues after a thorough review to circumvent from further legal actions.

Discipline as a Form of Training

The labor relations use discipline as a form of training. Such training helps workforces change their undesirable behavior to become productive individuals in the company. In fact, the primary objective of discipline as a form of training offers opportunities for the personnel to improve their organizational behavior. The forms of discipline involved the company sanctions such as suspension, reprimand, and other disciplinary actions help facilitate progress despite the pressure of the job. Moreover, the use of discipline in Labor Relations Teams allows them to monitor the progress of the workforces’ performances and find the balance between the companies and the employees to prevent further company risks and threats. Indeed, any company needs to conduct weekly behavioral assessments or monthly meetings to learn to understand the employees’ attitudes and behavior to control their irregular practices. For that reason, the main purpose of discipline is to ensure that these workers can return to their expected organizational behavior. As such, LROs need to use the personal files to track the negative and the positive conditions of the company based on the present situations of the workforces.

References

Florida Legislature. (2017). [447.4095] Financial Urgency. Retrieved November 24, 2017, from http://www.leg.state.fl.us/Statutes/index.cfm?App_mode=Display_Statute&URL=0400-0499/0447/0447.html

Gorman, R. A., & Finkin, M. W. (2004).Basic Text on Labor Law, Unionization, and Collective Bargaining. West Academic Publishing.

Head, G. L. (1978). The Risk Management Process. New York, NY: Risk Management Society Publishing, Inc.

Lott, R. J. (2017). Controlling Workers’ Compensation Cost: A Risk Management Program. Risk Management Associates. Retrieved November 24, 2017, from http://www.healthconsultantsusa.com/risk_mgmt_program_controlling_worker_comp_costs.pdf

Malone, W. S., & Johnson, H. A. (1994).Workers' Compensation Law and Practice(Vol. 13). West.

Raeker, D. A. (1987). Workers' Compensation Law.South Carolina Law Review,39, 231.

Rosinski, J. L. (2010). Labor Relations in Florida's Public Sector: Visiting the State's Past and Present to Find a Future Solution to the Fight Over the Public Purse Under Florida's Financial Urgency Statute. Nova L. Rev., 35, 227.

Streeck, W. (1987). The uncertainties of management in the management of uncertainty: Employers, labor relations and industrial adjustment in the 1980s.Work, employment, and Society,1(3), 281-308.

Sullivan, L. (2002). Notes: Risk management magazine. New York, NY: Risk Management Society Publishing, Inc.

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